As part of their commitment to continually improving their brands’ ethical and sustainable actions, Pentland Brands is partnering with Segura to map their entire multi-brand, multi-tier supply chain – from the first tier to raw materials – across their global operations.    Segura, the leading software solution for next-generation supply chain transparency and traceability, will also help them to track suppliers’ sustainability progress and measure and manage compliance. The data captured, via the Segura platform, will then help consumers with their buying decisions.  This is a significant move forward in transparency and traceability and is part of the Pentland Brands 100-1-0 sustainability strategy and their commitment to being a positive business for people and planet. Key to this strategy is collating and sharing with their brand teams and suppliers robust environmental and social data; helping to align the entire business behind the100-1-0 goals.   Launched in November 2021 during COP26, the 100-1-0 strategy outlines three key goals to be achieved by their centenary year in 2032; helping 100 million consumers live healthy active, sustainable lives, supporting one million people in communities and reaching net zero. Patrick Wall, Chief Executive officer at Segura, says, “We welcome the partnership with Pentland, a company dedicated to promoting awareness of environmental management and leadership throughout their brands." "We are looking forward to working with them and helping them achieve their goals. We are delighted to welcome the Pentland Brands to the Segura community.”  Sara Brennan, positive business director at Pentland Brands, says, “Our supply chain is complex and, with consumers demanding increased transparency from all businesses, we’re proud to be reaching this milestone with Segura." "Investing in the right sustainability tools is essential to driving towards our 100-1-0 goals. The Segura platform not only meets our needs today but also has the flexibility to help us build transparency and traceability into our business for the long term.”

Four of St Austell Brewery’s apprentices have joined together to create a special Christmas beer to round off a successful 2023. Secret Santa was designed by Cavan Lewis, Joe Baker, Finn Price and Josh Bonner, who completed their brewing apprenticeships with HIT training at Nottingham University’s International Centre for Brewing Science in September. The brew is the last of three special edition beers produced across this year. Brewing Director of St Austell Brewery, Georgina Young, said: “The apprentices were brimming with ideas for our special edition Christmas beer, and coming together to create it has been a great way to celebrate their recent shared success of graduation.” Josh wanted to use pine needles, Joe wanted to use fruit, Finn wanted to use Pheonix hops and Cavan wanted to use rye. The ingredients produced a rich mahogany coloured 4.3% abv ale with red rye crystal and oats complementing the base malt to make a warming beer which has been bittered with British Bramling Cross hops which contribute hedgerow fruit flavours. Phoenix and Brambling Cross hops, also British, gave the beer chocolate and spice, whilst plum fruit was added to bring some Christmas magic. Secret Santa is now available across selected St Austell pubs.

One of the UK’s largest commercial nurseries, Johnsons of Whixley, established over 100 years ago, has announced a rebranding to Johnsons Nurseries in a move that will secure the brand for generations to come. Founded in 1921 by war veteran Eric Johnson before being purchased by John Richardson in 1964, the now third-generation family business achieved a record sales turnover of £18.8m in its last financial year and has big plans for growth, with the rebrand defining its intention for moving forward. Graham Richardson, group managing director at Johnsons Nurseries, said: “We have used the generic term ‘Nurserymen’ as part of our branding for years, and it has been an accepted historical collective term that describes the profession and not a deliberate specific reflection on gender within the workforce." “We are proud of the diversity of our workforce and the contributions that all of our employees make.” “However, we are acutely aware of this being perceived as outdated and intend to phase out the term over time as we introduce our new brand. This is also an opportunity for us to solidify our place in the market and ensure that the quality and reputation of Johnsons products are maintained for future generations of our workforce, customers and stakeholders." “Our values remain the same as we aim to continue the legacy of professionalism and reputation that Mr Johnson and the Richardson family have built.” Johnsons was this year awarded the prestigious Plant Healthy accreditation for the third year running in recognition of its plant health quality and biosecurity practices. The scheme, which is backed by Defra, aims to improve biosecurity in the UK horticultural sector, focusing on UK ornamental and horticultural businesses and organisations, from nurseries and retail outlets to public gardens. The firm was included in the York Top 100 Businesses for the 6th year running, placing at number 26 this year. The annual report is produced by The Press, with partners York St John University and City of York Council. A trusted landscape supplier to the amenity sector, Johnsons provides plants and trees to a wide range of projects across the UK with recent projects including a five-star luxury hotel, Grantley Hall, a leisure and retail complex, Thorpe Park in Leeds, and the Harwell Science and Innovation Campus in Oxfordshire.

John Good Group, a purpose-led group of businesses, which put people, planet and performance at the heart of its operations, is pleased to announce the construction of its new Head Office in Hull, set to be completed in early 2024. Founded in 1833, the sixth-generation family business has deep roots in Hull and a longstanding commitment to the local community. Passionate about the area, the company is eager to continue its growth and contribute to the local community while preserving its rich heritage and legacy. The new office aligns with the company's FastForward plans, which focus on growth and expansion whilst maintaining a strong focus on People, Planet, and Performance. The construction of the Head Office utilises sustainable materials, reinforcing the company's commitment to its Planet pillar. Sustainability has been at the heart of the new office build, even down to the boardroom carpet being made from recycled fishing nets. The new office will also feature several chargers to encourage employees to choose electric cars and participate in car-sharing initiatives. This eco-friendly infrastructure demonstrates the company's dedication to reducing its environmental impact and a greener future. This aligns with the recent announcement that John Good Group is operationally carbon neutral, with a commitment to further reduction plans. Designed to inspire collaboration and innovation, the new office space will serve as a hub for business activity and community engagement. It will provide a state-of-the-art environment that not only motivates the current team but also attracts top talent to the John Good Group. The new Head Office will be home to the John Good Group central services, Good Travel Management, and DAN Shipping with space to accommodate the company’s ongoing growth and success. Adam Walsh, Chief Executive Officer of John Good Group, says, “The move to Quarry House is an exciting one for the John Good Group and its people. One of our major ambitions is to be a company that offers its people the best opportunity for personal and professional development, and to help achieve that, you need a great working environment." "We have a very capable and growing team at the John Good Group and they all deserve a first-in-class place to work. The new location will help us retain and attract talent and act as a hub for our businesses and customers." "When you add a superb new office, into the beautiful grounds at the Hesslewood Business Park, you’ve really got the perfect combination and it will be a place we will proudly call home. Moving day can’t come soon enough!” The office will be strategically located at Hesslewood Office Park, a prime development owned by Brooklands Property Holdings. Established in 1957, Brooklands is a reputable, privately-owned property development and investment group, that provides exceptional services in the industry. This strategic location ensures a strong collaboration between the two companies, aligned in their shared commitment to excellence. Debbie Barbor, Chief Executive Officer of Brooklands Property Holdings, says, "We are delighted to see the John Good Group continue their journey at Hesslewood Office Park with the construction of their new Head Office." "They are dedicated to sustainability, community engagement, and growth which resonates with our values at Brooklands. We are excited to support their transition and provide a space that encourages innovation and collaboration, allowing the John Good Group to flourish whilst enhancing their contributions to the local Hull community and beyond." John Good Group's new Head Office reflects its commitment to the people of Hull, the environment, and its ambitious plans for the future. As the company prepares to move into this state-of-the-art facility in early 2024, it can embrace the opportunities and growth that lie ahead.

Food and beverage team members from sister hotels in the Lake District and North Lancashire have been battling for supremacy in a barista skills competition. Hospitality staff from The Wild Boar, Low Wood Bay Resort & Spa and Lancaster House Hotel came together to display an array of innovative coffee preparations and latte art to judges from Matthew Algie Coffee Roastery. The idea behind the competition was to underpin the techniques the baristas have learned during their training, as well as reinforcing the highest standards and building team spirit in a fun and innovative way. As part of the Tchibo barista competition, two members from each venue were selected to create four coffees each - an espresso, a cappuccino, a latte, plus a special coffee of their choice - and present them to the judges. Four Baristas from Low Wood Bay took part, Pawel Moskala, Erdal Ali, George Taylor and Aml Nayef. They were joined by Joanne Shuttleworth and Vaclav Kolar from The Wild Boar and Hubert Jasniewski and Sean Van Aswegan from Lancaster House. Vaclav took the trophy in first place as the 2023 Barista of the year for his artistry and unique creation of a what the judges described as a sensational 'Smokehouse Coffee'. He was closely followed by Pawel in second place with his 'Smores Mocha'. Aml was hot on their heels in third with her 'Colada Coffee', beautifully presented in a pineapple for an added zing of flavour. Hannah McQuire from English Lakes Hotels Resorts & Venues, who helped to organise the training competition, said: “The baristas were judged on creativity, presentation, the process of making their beverages and of course, above all, taste." “The standard was extremely high across the board but Vaclav pipped his rivals in the end due to the beauty and precision of his method in making the drink and the skills demonstrated as we watched." “We’d like to thank Stuart and Andrew from Matthew Algie, not just for delivering the Barista training for the group, but also getting involved in the competition to help drive quality standards. The winners will be invited for a tour of their roastery in Scotland as a result of their success in completing their training and excelling in the competition.” To find out more about jobs at English Lakes Hotels, visit here.

New research reveals that money isn’t always the biggest motivator when it comes to people looking for their dream jobs, with nearly half of adults (46%) saying that working for an ethical business is more important to them than getting a higher salary. Those aged 25-34 were most likely to agree with this sentiment (54%), as well as those working in the environment and energy sector (65%). Additionally, nearly two-thirds (62%) of adults value a better work-life balance over getting paid more, while 53% prefer to work for a company that gives the option to work remotely at least some of the time. Outlined in the HR Unhooked PR and Marketing Report , published by Unhooked Communications, the research questioned 2,015 UK adults on what they look for in an employer, as well as well what motivates them in their work. Corporate social responsibility was also deemed important by employees, with 52% of respondents saying it was important for them to work for a company that gives back to local communities through fundraising, donations and/or volunteering, while 46% said they would like to work for a company that has an environmental, social and governance (ESG) policy. More than half (57%) of people agree it’s important to work for a company that champions diversity and inclusivity. When applying for jobs, more than half (59%) said they would look at the businesses’ own websites and social media channels for information about the culture, values and general ways of working, with the same number researching to see what recent news stories there were about the company. More than two-fifths of people (42%) said they would look to see what awards the business had recently been shortlisted for or won. Claire Gamble, MD of Unhooked Communications, said: “We know how vital it is for businesses across all sectors to attract and retain the very best talent, yet competition can be tough, particularly in sectors like construction or technology, which are dealing with an ongoing skills shortage. Businesses might struggle to compete on salaries, so it’s reassuring to see that employees also value non-financial qualities in their employer." “It’s very often down to the HR teams to consider how they word job descriptions and the benefits of working with a company. However, the research shows how important it is for HR departments to work alongside marketing and PR teams to ensure that the company’s culture and ethics come across in external communications too." "By focusing on building a strong employer brand through PR and marketing activity such as generating positive press coverage, winning credible awards and creating content that shows the ethics and purpose of the brand, companies can not only attract the best talent, but they can also motivate and retain their existing workforce too.”

A student design challenge inspired by Winston Churchill and sponsored by Pentland Group is now open for entries. The challenge, which is delivered in partnership with leading design platform ARTSTHREAD, invites emerging creatives from across the globe to design the gift packaging for a bottle of Pol Roger Brut Vintage champagne. Designs must demonstrate considerations of environmental impact, as well as commercial appeal. 2024 marks 150 years since Winston Churchill’s birth and 175 years of the champagne brand Pol Roger. Churchill’s devotion to his favourite champagne and passion for creating a better world for the next generation are united in this unique design opportunity. Katie Greenyer, Creative Talent & Network Director at Pentland Brands, says: “We love supporting this design challenge because every year we see something different." "The calibre of the work is incredible, which makes it a great way for up-and-coming creatives to test out their skills, expand your portfolio and find a new route into your next creative role. I can’t wait to see what’s in store this year.” The winner will receive an exclusive tour of the Pol Roger vineyard in Epernay, France, and their designs will be available for sale as limited edition pieces. The top three entrants will be offered cash prizes of £1000, £750 and £500 respectively. All will also be considered for a paid work experience placement at Pentland Brands’ headquarters in London. Entries close on the 29th February 2024. Find out how to enter here.

Uttoxexter Juniors Football Club Under 8s squad are proudly taking to the pitch in new strips this season thanks to support from JCB. The Rocester-based company made a £500 donation to help Uttoxeter Rams with new kit and end of season trophies for the youngsters. The team, who play each Saturday in the Burton Junior Football League, unveiled the kit at Uttoxeter Leisure Centre where they train on Tuesday evenings. Andrew Sims, Maintenance and Site Services Lead Administrator at JCB World Headquarters is the team’s manager, with son Callum playing in the squad. He said: “Uttoxeter Juniors has a long-standing relationship with JCB and we are very grateful for their kind sponsorship once again." "We have always been incredibly proud to have such a globally recognised brand on the front of our shirts; it is a logo that is instantly recognised wherever we travel and the lads wear their new kit with pride. The team has started the season very strongly and we aim to build on our early success and continue to develop as a team both on and off the pitch.”

Conversation plays a pivotal role in the success of family businesses, fostering communication, understanding, and cohesion among family members. In the unique context of family enterprises, effective dialogue becomes a linchpin for navigating both professional and personal dynamics. Open and honest conversations can certainly have a big impact on any business but especially in the context of a family firm when looking at key challenges around succession, leadership and ownership going forward. Firstly, communication within family businesses is crucial for aligning values and goals. Open conversations provide a platform for family members to articulate their individual visions and aspirations for the business, enabling the establishment of a shared mission. This shared vision becomes the cornerstone for strategic planning and decision-making, ensuring that the family business moves forward with a unified purpose. This drives the agenda for the family and the business and enables all stakeholders to appreciate where the business is moving towards so that they can all play their part too. Moreover, conversations in family businesses can contribute to conflict resolution and the prevention of misunderstandings. The intertwining of familial and professional relationships can give rise to complex emotional dynamics. Regular, honest communication helps in addressing grievances promptly, preventing issues from festering and potentially jeopardizing the business. In essence, a culture of open dialogue fosters a supportive environment where conflicts can be constructively resolved, and in many cases, discussed openly and resolved before they actually become an issue in the first place. Furthermore, effective communication is vital for the development and succession planning of family businesses. Conversations about leadership transitions, skill development, and talent recognition are essential for grooming the next generation. By engaging in thoughtful discussions about succession, family members can collaboratively design a roadmap that ensures the continuity and growth of the business across generations. Conversations also contribute to the creation of a positive work culture within the family business. Regular communication fosters a sense of belonging and shared identity, motivating family members and employees alike. This cohesion is particularly significant in family enterprises, where the interpersonal relationships of family members can significantly impact the overall atmosphere and productivity of the workplace. In conclusion, the importance of conversation in family businesses cannot be overstated. From aligning values to preventing and resolving conflicts and planning for succession, effective communication serves as the linchpin for the success and sustainability of family enterprises. It is through dialogue that family members can build understanding, foster collaboration, and create a resilient foundation that transcends both familial and professional realms. It is also about the quality of the conversation and how it is received and actioned but listening and communicating, openly and honestly is certainly something that needs to be encouraged in order to avoid misunderstandings or disputes that can cause unnecessary distractions and disruption all round.

Governance in family businesses plays a crucial role in determining their potential for long-term success and sustainability. Unlike non-family enterprises, family businesses are characterised by a unique set of dynamics that intertwine family relationships with business operations. Effective governance mechanisms and frameworks are essential to manage the complexities arising from this intersection. Something that really resonates with me at the heart of family business governance is the need for the establishment of clear roles and responsibilities. Clearly defined roles and delineation of duties among family members help prevent conflicts and ensure that the business operates smoothly, and also enables family members to be clear about the roles that they are being tasked with performing, and against which they will be appraised too. This is particularly important as family businesses often face challenges related to succession planning and leadership transitions. Establishing a governance framework that addresses these issues can contribute to the continuity of the business across generations. Furthermore, family businesses often grapple with the need to balance family interests with business interests. Governance mechanisms, such as family councils or boards, can facilitate open communication and decision-making processes. These platforms provide a forum for family members to discuss important matters related to the business, fostering transparency and alignment of goals and again ensuring that everyone is aware of which hat they are wearing at any particular time, and to understand when the conversations are family, business or family business related, depending on the role of each individual involved. In addition, the implementation of governance practices in family businesses helps mitigate the risk of nepotism and favoritism. Merit-based systems for hiring, promotion, and remuneration can be established to ensure that the best-suited individuals, regardless of familial relationships, are in key roles within the company. This not only enhances the business's performance but also contributes to a positive organisational culture. Governance in family businesses also involves the development and adherence to ethical guidelines. Given the intertwining of personal and professional relationships, maintaining a high standard of ethics is paramount. A well-defined code of conduct can guide family members in their business dealings and interactions, fostering a culture of integrity and responsibility. It is important that family members understand the governance frameworks and that they are clearly communicated and openly available too. Moreover, effective governance in family businesses extends to financial management. Implementing robust financial controls and reporting mechanisms helps ensure transparency and accountability. This is particularly important when family businesses seek external investments or partnerships, as potential stakeholders require assurance that the business is managed professionally and with a focus on sustained growth. In conclusion, governance is a critical component of the success of family businesses. By addressing issues related to roles and responsibilities, communication, ethical standards, and financial management, a well-designed governance framework contributes to the resilience and longevity of family-owned enterprises. Striking a delicate balance between family dynamics and business imperatives, effective governance in family businesses can be a key driver of prosperity and continuity.

A Christmas event for children with life-threatening illnesses and their families has been given a four-figure boost by Allied Vehicles – one of Glasgow’s most prominent family firms. Les Hoey MBE DreamMaker Foundation helps seriously-ill children meet their idols – from Ed Sheeran and McBusted to the Scotland football team – and go to gigs, theatre, shows and outings to give them something to look forward to. The Wishaw-based charity is holding a DreamMaker Christmas event on 3 December for children and their families at Hamilton Park. “It will be a Grotto where the children and their siblings can visit Santa and get a gift, they will then go to the Elves toy shop and make their own soft toys, next they will go to Mrs Claus bakery and decorate cookies,” said charity manager Angela Cook. “The families will all sit down to lunch before ending the event by meeting two wee magical unicorns." “We will have lots of Elves and Princess characters there to entertain and help the kids, a DJ for some Xmas music and of course Santa. We buy gifts for all the sick children and their siblings, pay for the DJ, and all the food, sweets and drinks and each child will go away with a Christmas Eve Gift Bag." “The wee unicorns are so important to the day because they are so magical and some of the kids are really struggling with their mental health due to treatments and length of time in hospital. These unicorns seem to work wonders and give the kids so much self-esteem and confidence.” Angela approached Allied Vehicles Charitable Trust to see if they could help with the cost of the event and received notification of a £4,000 donation in an email from Allied Vehicles owner Gerry Facenna. She said: “Oh my goodness, I am overwhelmed reading this email. This donation from Allied Vehicles means that our DreamMaker Christmas Event will be so special for the sick children and their families.” “There are so many children registering with our small charity every week and we want to be able to make their Christmas as special as we can.” Gerry added: “This is a small charity with only three staff members and they do a brilliant job helping dreams come true for these brave youngsters. I hope our donation will make their Christmas event a day to remember for them all.”

Eight hardy colleagues from JCT600 have once again donned their hiking boots in the name of charity, completing the 80-mile Dales Way to raise funds for automotive charity partner BEN. Earlier this autumn, the team took on the challenge of walking from Ilkley, West Yorkshire, to Bowness-on-Windermere, Cumbria – a five-and-a-half day hike, requiring a total of 200,000 steps and burning an average of 17,000 calories. The intrepid team comprised: John Tordoff, chief executive; Nigel Shaw, financial director; Richard Hargraves, managing director; Tracey Newton, people director; Graham Thacker, operations director; Andy Bateman, customer experience director; James Parker, chief information officer; and Ben Creswick, managing director of the group’s vehicles leasing division, JCT600 VLS. The walk was part of the BEN’s Benathlon Challenge which encouraged automotive businesses to exercise for a whole month, and was also an opportunity to fundraise for the charity which supports anyone in need who has worked in the industry. The JCT600 team has succeeded in raising £8,500 for BEN so far and donations can still be made here Richard Hargraves said: “BEN plays a vital role in the automotive industry, helping individuals from our sector when they need it most, and it’s vital that businesses like ours do all we can to support their work." “With many colleagues having previously taken part in fundraising activities, from hiking the Yorkshire Three Peaks to a 500-mile walking, running, cycling, swimming and rowing challenge to tour all of our 50-plus dealerships, we felt the rigours of the Dales Way should be added to the list. Passing through the heart of the Yorkshire Dales, it is a truly spectacular walk – even in torrential rain! Thanks to everyone for their support in helping us raise £8,500 for this fantastic charity.” BEN is dedicated to supporting anyone who works or has worked in the UK automotive industry, plus their family dependents. As well as supporting individuals in crisis, for example, by providing free life coaching, the charity also works with companies in the sector, helping them to promote the health and wellbeing of their people. JCT600 has grown from a single dealership into one of the largest privately owned businesses in Yorkshire. With over 50 dealerships from Yorkshire and the North East to Derbyshire and Lincolnshire, the group represents 23 of the world’s leading car marques and has a team of 2,300 colleagues.